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The Brain Drain

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The Brain Drain & the Digital Divide Crossing the Generation and Digital Divides The Brain Drain Without effective knowledge-capture systems, half of all corporate ... – PowerPoint PPT presentation

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Title: The Brain Drain


1
The Brain Drain the Digital Divide
  • Crossing the Generation and Digital Divides

2
The Brain Drain
  • Americas 500 largest companies will lose half
    of their senior managers in the next
    five years
  • Without effective knowledge-capture systems, half
    of all corporate knowledge will disappear
  • How do we cross the Generation and Digital Divides

3
Finding the Sweet Spot
Generations
Generations
Supply and Demand
Technology
4
The Digital Divide
  • People born after 1976 are Digital Natives and
    speak technology as a first language
  • There are 1/3 fewer of digital natives compared
    to baby boomers
  • Older generations may speak technology but only
    as a second language
  • This technology compounds the gap of the older
    and younger workers communicating to retain
    corporate knowledge

5
In-depth Interviews
  • Boeing
  • Clorox
  • Delta Airlines
  • Goodrich
  • Qualcomm
  • Raytheon
  • SAIC
  • The interviewees
  • Retired in the last five years or will retire in
    the next five years
  • Referred by digital natives as examples of doing
    a good job of getting corporate information to
    the younger workers

6
FindingsUnderlying Assumptions
  • Retiring men and women who transferred
    information to younger workers effectively
  • Believed in collective wisdom rather than
    Great Man Theory
  • Sincerely wanted to help the younger worker
    succeed
  • Forgave stupid questions

7
FindingsWho Were They?
  • Retiring men and women who transferred
    information to younger workers effectively
  • Were as good as listening as they were at talking
  • Did not care to get the credit themselves
  • Were willing to work at younger workers time
    schedule
  • Had always been considered a team player
  • Waited for the younger worker to ask

8
FindingsWhat They Offered
  • Retiring men and women who transferred
    information to younger workers effectively
  • Taught the decision-making process, not just the
    task
  • Offered systems thinking models to see the
    whole picture not just the parts
  • Demonstrated the long term and ethical view

9
Findings What They Did
  • Retiring men and women who transferred
    information to younger workers
  • Were willing to show their own mistakes
  • Looked for opportunities for dialogue
  • Looked for ways to collaborate with the younger
    worker in casual settings

10
FindingsThey Avoided
  • The Retiring Worker did not
  • Pontificate
  • Hide anything
  • Rest on past glories
  • Talk too much
  • Create forums for themselves to look smart

11
The Younger WorkerWho Were They?
  • Younger workers who effectively received
    information given by retiring colleagues saw
    themselves as people who
  • Loved a challenge
  • Wanted to learn
  • Had strong sense of curiosity
  • Had well-developed organizational skills

12
The Younger WorkerWhat They Did
  • Younger workers who effectively received
    information given by retiring colleagues
  • Asked good questions
  • Listened for the answer and then asked more
    questions
  • Believed in collective wisdom more
    than Great Man Theory
  • Were willing to look foolish

13
Attracting Retaining the Younger Worker
  • Learn from Google
  • Pizza and Root Beer Solutions
  • Salary is no longer 1
  • Having fun is a determinative
  • Smaller power distance
  • Casual Monday through Friday

14
Summary
  • Half of Americas workforce is ready to walk out
    the door
  • There are 1/3 fewer workers in the next
    generation
  • The information will only be retained if it can
    cross two gaps the age gap and the digital gap
  • We must consider both who holds the information
    and who will receive it

15
Summary
  • Leadership characteristics of both the Retiring
    Worker and the Younger Worker are key
  • The Younger Worker is showing an eagerness to
    learn
  • One-third fewer younger workers means they will
    have a steeper opportunity path than in the past
  • The Retiring Worker must be willing to share
    information and glory
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